An audit of benefits can help organisations with a global remit reduce the complications associated with managing benefits for employees based abroad and integrating a common corporate philosophy.
Addressing delegates at Employee Benefits Live, held between September 30 and October 1 at the Business Design Centre in Islington, Ian Wright, †director of compensation and benefits for EMEA and Asia at Novell, said a company trying to understand how the benefits provision worked in its international sites should conduct a benefits audit in every country in which they operate.
According to Wright, who is responsible for managing benefits provision in the firm’s 20 offices across Europe and Asia, employers also need to be aware of the differences in the legal and statutory benefits requirements of each country, as well as what benefits are valued by employees from different cultures. This can be done, said Wight through seeking the assistance of a global employee benefits consultancy and conducting an employee survey.
When rolling out benefits internationally, employers should start with the smallest and least expensive changes first before tackling the bigger issues. Long term monitoring of international benefits should also be done and employees should be provided with personal statements outlining the value of perks.
Wright said: “Live the values of your corporate philosophy and make sure it is ingrained in everything day to day.”